Tag Archives: inductive reasoning

Top 30 Companies That Use Psychometric Tests

With the arrival of internet, sending job applications has become extremely easier than it once was.  The implication of this to employers is that they have more applications to evaluate before they finally hire the suitable candidate for the job.  Many have employed psychometric tests as a weeding tool; to make decisions on which candidate should be dropped and which should proceed to the next stage of the recruitment process.

Yes, next stage of the recruitment process, because the psychometric tests are never or not to be used in isolation.  They are often combined with the familiar initial job advert, sifting through of CVs to determine which candidate should be called for the test and finally, post-test interviews.

No matter how much job seekers resent aptitude tests, it seems they have come to stay, considering that they are continually being favoured by employers – about 80 % of US Fortune 500 and 75 % of UK Times 100 companies use them.  The tests have been reputed to be a reliable method of choosing the most suitable applicant for a job or the most suitable staff for a promotion.

The inherent limitations or restrictions in the type of questions an employer can ask an applicant has never been a deterrent; rather applicants have a lot to lose from choosing not to answer the questions.

Psychometric tests are often designed to test two qualities of the applicants; the personality and the ability.  The personality tests are often done using questionnaires while ability is measured with tests like logical reasoning, numerical reasoning, verbal reasoning, mechanical reasoning, abstract reasoning and others.

So, talking about the companies that use these tests, I know you must be interested in specifics.  Here are the top 30:

  1. ExxonMobil

With this multinational company, there is no end to the testing process.  The recruitment process is in stages, starting with online application form and ending at the assessment centre.  With the application form, a candidate is made to answer some competency questions and some other personality test questions are asked during a telephone interview and other assessments.  However, the main psychometric test is the second stage and it is an online numerical reasoning test of 20 minutes, supplied by SHL, one of the biggest online testing companies around.

  1. Chevron

You get to answer some competency questions during the application process too with Chevron after which follows an aptitude test.  The aptitude test is a 51 questions test for 20 minutes; varied in its composition – a mix of picture and word logic as well as mathematical and verbal reasoning.  The test is supplied by Onetest; an Australian psychometric testing company.  The test is such that the difficulty increases with succeeding questions.

  1. Ford Motor

Ford psychometric test is supplied by SHL and it is in two parts; numerical reasoning and inductive reasoning tests.

  • The numerical reasoning is a 20 question test for 20 minutes in which knowledge of statistics, ratios, percentages and graph interpretation will be tested.
  • The inductive reasoning requires knowledge of logic to succeed. It involves identifying patterns in a sequence of images.
  1. KPMG

The psychometric test for KPMG is supplied by Cubiks and it is divided into two parts; competency based questions and Decision making / problem solving tasks.

  • The competency based questions are actually a personality test, which tries to examine how the applicant works with people – their communication methods.
  • The Decision making/Problem solving tasks come in form of two tests; Situational Judgement Test (SJT) and Numerical Test. The SJT assesses the thought process of applicants and indicates whether the applicant is a leader or follower, while the numerical test is an assessment in tables, ratios, percentages and charts.
  1. Hewlett Packard

The test for HP, as Hewlett Packard is popularly known, is varied depending on the job functions applied for.  However, the recruitment process involves telephone interview and other assessments, during which behavioural and personality tests are verbally administered.  The ability test is basically numerical and verbal reasoning.

  1. Citigroup

The numerical reasoning is that in which the level difficulty level increases with succeeding questions and it is provided by Talent Q.  Their logical reasoning, a nonverbal rather pictorial test, have a reputation for being especially difficult and is only taken by applicants into technology, operations and HR job functions.

  1. Procter & Gamble

Practising for P&G, as it is called, is not only a good idea, but also a necessity.  You must be practised for success, because the tests are entirely different from whichever you might have been familiar with.It is in two parts:

  • Competency test, called P&G Success Drivers Assessment, examines if the thought patterns of candidates to judge whether they are P&G People with P&G Minds and P&G Ability. Indeed, this is a personality test.
  • The P&G Reasoning Tests comprises of numerical, verballogical and abstract reasoning.
  1. Microsoft

The personality test is over the telephone in an interview.  This is after a competency and an SHL tests.  You will need a very good knowledge of Microsoft for the competency test and also answer some behavioural questions.  The SHL test is a 24 questions test for 25 minutes, which follow the line of inductive reasoning.

  1. JPMorgan

JPMorgan’s recruitment often involves applicants writing series of aptitude tests which is followed by numerous interviews.  The format of their test is SHL reasoning and it has 3 parts; the numerical, verbal and technical tests.  The numerical involves answering 20 questions in 20 minutes without the use of calculator, and the verbal is also a 20 minutes test.

JPMorgan also administers a computer code based tests that last for an hour and 20 minutes.  And you should know too that every applicant is required to write a 300 words essay on their motivation for applying to JPMorgan.  You should take this as an opportunity to sell yourself.

  1. McDonald’s

The psychometric test for McDonald is basically a personality test which may need to be completed right on the spot or taken home to be returned when completed by the applicants.  Whichever way, it assesses what kind of employee you will be by asking questions that test your reactions in different circumstances.

  1. Bank of America

CVS Caremark mainly administers Kenexa test where applicants need to be a bit focused.  They have to be ready for answering some situational judgement test questions – whatever tells the employer what kind of employee you will be.  The idea of the test is to examine your thought process and from this conclusions about your personality can be made.

  1. Barclays

The recruitment process and testing of Barclays revolves across all the four job functions (field engineering, supply chain, commercial and technology) are the same.  The online application is accompanied by personality and behavioural based questions and this is followed by a telephone or video interview in which more personality and aptitude tests, based on SHL reasoning, will be administered.  Successful applicants are invited for the Barclays Experience during which, they are assessed on written and group exercises along with some case studies.  Success in the Barclays experiences leaders to you securing your offer letter.

  1. UBS

UBS administers both personality and ability tests.  Immediately after the application, if your application is considered impressive, you are invited for an online SHL numerical test.  After this a telephone interview is conducted during which, your knowledge of the company will be tested and important information is gathered about you.  If you have been impressive all the while, you are invited for a second SHL test; this time around, a verbal reasoning.  Successful candidates are then invited to the assessment centre during which they will participate in group work, individual presentation and in-person interviews.  Executives of the company will be around too, to observe and entertain any question from the applicants.  By then, you are very close to clinching your offer letter.

  1. 3M

To gain employment into this diversified technology is a job in its right, considering the numerous stages and tests to be written.  To start with, you will need to answer 2 major competency questions along with your application.  Work hard at this because your answers will go a long way to determine whether you will be called for the next stage which is the 3M Aptitude Test.  The aptitude test is provided by Saville and is in 2 parts; numerical and verbal reasoning.  After this comes the telephone interview.  You might want to be well ground with you STAR method of answering interview questions to shine in this.  Most of the questions in this stage will be competency based.  If you have succeeded so far, you will be invited to the assessment centre where the aptitude test will be administered again along with 3M interview, case study and 3M presentation, and 3M group exercises.

  1. Publix Super Markets.

The test for Publix Super Markets is in the form of interview.  The questions are competency based; assessing both the personality and skills of the applicant.

  1. Tullett Prebon

To be employed in this UK’s brokerage giant, an applicant will have to pass standard SHL numerical test, after which follows series of interviews.

  1. Capital One Financial

Capital One is one of the US bank holdings specialising in credit card and bank loans.  The entry tests into this company are provided by SHL.  The first is a personality test in which applicants fill a questionnaire, while the second is an ability test which involves both numerical and verbal reasoning.  Successful candidates in these tests are invited to an interview and then the assessment centre.

  1. Raytheon

For Raytheon, the order is; application, phone interview, tests and assessment centre.  The phone interview is focused on competency questions, while the tests are basically numerical and verbal reasoning.  At the assessment centre, you will participate in an in-person interview, group exercises and presentation.

  1. Union Pacific

If you are applying for Union pacific, depending on the job function you are applying for, you may have to undergo a one-on-one interview, a group interview, panel interview, skill test, personality test, drug screening and background check.

  1. Ernst and Young

There are 3 main stages for Ernst and Young recruitment; the application, the psychometric test and the assessment centre.  The psychometric test is provided by Saville Consulting Group and is usually online numerical, verbal and diagrammatic tests.  And you should know that you will also have to answer a seemingly more difficult version of the tests at assessment centre.  Other activities at the assessment centre include group exercise, interview, role play, case studies and presentations.

  1. Eon

When Eon, the world’s largest supplier of electricity utility, recruits, they employ the services of both SHL and Saville with their tests.  Candidates who are shortlisted from applications will be immediately invited to an online Situational Judgement Test (SJT) by SHL.  If you are successful in the SJT, you will be invited for the online aptitude test supplied by Saville.  The online aptitude test is basically numerical, verbal and abstract reasoning.  Following the tests is the telephone interview, after which is the face-to-face interview.  Competency questions are often asked during the telephone interview, while the face-to-face interview is about technical stuff.  So, only engineering applicant get to participate in it.  Other applicants proceed to the assessment centre which is the final stage of the recruitment.

  1. Exelon

Exelon is among the top 30 companies that use psychometric tests. They always examine candidates’ expertise with its different types like abstract reasoning is used to measure the individuals’ interpretation of how some symbols, or diagrams are arranged, identify a pattern and predict the next pattern.

  1. Duke Energy

As we all know that these tests are used to evaluate the determination, extent of knowledge, common sense and ability to identify certain conditions, Duke Energy relies on them to make everything perfect and suitable for their needs. They examine applicants to the maximum and try to figure out which department will be suitable for them. Duke Energy believes that candidates should be capable of working beyond their expertise in order to show their flexibility

  1. Royal Bank of Scotland (RBS)

RBS works on the principle that there should be a suitable way to determine level of objectivity and standardization to traditional way of recruitment so that quality of candidates can be improved. With that concept in mind, they used to conduct psychometric tests for removing unconscious bias throughout the selection process.

  1. Grant Thornton

Grant Thornton uses SHL and Kenexa reasoning tests to recruit highly skilled, professional and experienced employees. They use to conduct different tests and interviews to screen candidates based on their resumes and try to find out how worthy they will be for the company.

  1. Australian Defence Force (ADF)

With the growing needs of customers, companies also have to improve their quality of services for which, they need assistance so as to find suitable employees. For this, experts have created psychometric tests and ADF has implemented them to see the results. The Australian Defence Force uses general ability tests from OneTest (test publisher) and mathematical ability tests to shortlist applicants.

  1. Deloitte

The procedure of recruitment in Deloitte is really strict as it uses TalentLens to scan the expertise, abilities and experience of applicants on the basis of their tests and interviews. They have a certain plan to evaluate efficiency so applicants should have to be really careful as they will be going to have tough screening of what they claim.

  1. Southern Company

The name of aptitude tests by Southern Company is EEI Test that comprises of MASS test (for plant maintenance), POSS test (for operating positions), TECH test (for technical positions), CAST test (for professional position), SASS test (for clerical positions) and SO/PD (for power dispatching and system operating positions). Candidates who apply for a certain position have to go through its respective test and need to gain maximum points to get the job.

  1. Ambulance Victoria GAP

The recruitment process of Ambulance Victoria GAP is challenging, long and can take more time than expected to fill the position. Candidates can apply for the ambulance services at any time and test will be conducted as needed. Their test examines candidates on different skills which are necessary to satisfy the needs of a particular position. So, applicants should have to be prepared and willing to take on any challenge.

  1. NextEra Energy

NextEra Energy takes help from pre-employment tests to identify qualified applicants for their openings. These tests and related procedures are same for all candidates and will be conducted by the EEI (Edison Electric Institute) for satisfactory and quality screening.

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Aptitude Test Practice Makes Perfect

Nowadays, scoring well in aptitude tests is gaining a lot of importance more than ever before for graduates and job applicants seeking to work for major graduate employers such as banks and accounting firms. This is because aptitude testing has become an integral part in the job recruitment process. As soon as you have clicked “send” on the online job application form, odds are that you will be promptly invited to take some online verbal and numerical reasoning tests. For those applying for more specialized roles, say IT or financial modeling perhaps, you will probably be required to take diagrammatic reasoning tests as well. Candidates must show ability to complete the numerical reasoning aptitude test, verbal reasoning aptitude test and diagrammatic reasoning aptitude tests quickly and carefully in order to qualify for the next stage of the job in question. In most cases, aptitude testing is the first stage in the screening process. If you succeed in this stage you will progress further to other interview rounds. However, don’t be surprised when you are subjected to further tests. It is therefore important to practice these tests way before the actual test.

Aptitude tests can strike fear at times even to the most confident student. It is important to note that almost everybody is likely to face an aptitude test at some stage in their life. It is therefore wiser to face the fear now and find out what these tests involve than crossing your fingers and waiting for the worst.  Whenever you fail to prepare you prepare to fail.

Let’s take numerical reasoning aptitude tests for example. Apart from knowledge on simple arithmetic, this test requires you to have a strong grasp of pie charts, tables and graphs. The types of questions asked need not the candidate to have crammed complex equations and formulas. They can easily be mastered through regular practice of aptitude tests. Once you have practiced numerical reasoning aptitude tests several times, the format will stick to your mind and you will have better chances for passing the numerical reasoning aptitude tests. As a matter of fact the format may become a second nature to you and you may not have any difficulty in them anymore.

Every candidate should understand that employers are looking to check if the best candidate is committed enough to have had gone an extra mile and had prepared for the assessments properly. The employer is not testing the level of your IQ but your dedication to high standards of performance and perseverance.

Verbal reasoning tests on the other hand are used to test candidate’s comprehension ability. The candidate might be presented with a short passage on any subject and required to read a short statement and state if it is true or false. It requires one to have a lot of practice in this area in order to pass the test. Practicing aptitude tests online have proven to improve the test scores of many candidate significantly. They help the candidate to know what the examiner is looking for and when the candidates know what the examiner is looking for then the tests prove more than manageable.

Abstract (or non-verbal logical) reasoning aptitude tests are used to test the ability of a candidate to follow logical sequences. Just like numerical reasoning aptitude test and verbal reasoning aptitude tests, practicing diagrammatic reasoning aptitude tests can help candidates improve their test scores significantly. It is important not to overthink diagrammatic reasoning aptitude test. Following the “gut instinct” is the most effective method for passing these aptitude tests.

Aptitude tests are used by the employer to distinguish the best and the most appropriate candidate for any job. These days, it is not enough to have impressive exam results and multiple extracurricular activities in order to secure your ideal job.  You need to master aptitude tests by practicing aptitude tests online in order to succeed and rein in today’s contemporary and competitive job market.

aptitude test tutorial

aptitude test tutorial, Aptutorial

Your chances of securing your dream job increase with a higher score on the test.  To achieve higher scores, ensure that you concentrate on aptitude tests that are most challenging to you and that is of most difficulty to others.

It is not so much about how difficult the aptitude test questions are but the time pressure of answering as many questions as possible in the shortest time possible. It goes without saying that the more you practice answering aptitude tests, the easier it will be. Some test publishers such incorporate negative marking (for incorrect answers) in the aptitude tests they offer. This means that the candidate will have to work quickly but systematically so if they make a wrong guess they may pay for it dearly.  Graduate Monkey offers Aptutorial Packages and test preparation packs to help you prepare for your aptitude test in most comprehensive way.  In sum, it may be worth investing your time in making use of the available resources online to prepare you for the test and launch you into your long-awaited career.

How to prepare for your aptitude tests

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Every employer wants to have the right person for the job they advertise for.  The hiring process is all about finding the best person for the job. This could be based on skills, personality, intelligence or cultural background of the applicant. Due to the large number of people searching for jobs, employers subject the successful job applicants to psychometric tests. These tests give the employer a complete profile of each candidate in terms of the level of intelligence and personality characteristics. When your job application has been thoroughly scrutinized and you are lucky to be invited to take an aptitude test, it is important to prepare adequately for it. This article will give you the necessary tips on how to prepare for any aptitude test.

One thing you should bear in mind when preparing for an aptitude test is what the employer is looking for in the right job applicant. Different jobs require different combination of skills and the candidate with the required combination takes the day.  You can find out about the required skills by fully understanding the job description. The nature of the test can also give you a clue on what the employer is looking for.  Knowing what the employer is looking for in the right job applicant can help you focus on sharpening you skills in the relevant areas and save much of your preparation time and energy.

You should also get acquainted to the different psychometric testing techniques.  Aptitude tests are not like any other kind of test you might have encountered before.  All too often candidates make an assumption that if they are good in math or calculations or are fluent in English then they will blitz the aptitude test. This is the wrong assumption. Each psychometric test is timed and designed in a very unique way.  For example numerical aptitude tests are used by employers to measure the level of your ability to perform tasks involving analysis and interpretation of numbers. Depending on the kind of job you are applying for, these tests range from simple arithmetic involving addition subtraction, division and multiplication to complex and more intricate questions where you are required to interpret numerical information presented as graphs, diagrams or data tables. To master these tests, it is important to add a new set of test taking skills to your tool box.

Familiarizing yourself with the format and the typical content of the psychometric test will give you a significant advantage. Numerical and Verbal aptitude tests for example are generally multiple choice questions which must be completed within a very short time. The questions in these tests range from physics science, business related areas like economics and finance to physical or biological sciences.

Abstract aptitude test on the other hand, is basically a non-verbal test that uses diagrams and sequences of shapes in the test questions.  Familiarity with the type of the test questions in the aptitude test you are preparing for will give you a competitive edge.

Once you have identified the nature of the aptitude test you are expecting, you need to practice it by taking an online aptitude test.  You should practice and prepare for the psychometric test just like you would for any exam. By practicing aptitude test questions, you train your brain to identify the frameworks for solving problems and this will significantly improve your results. Since majority of the psychometric tests are conducted online, it is very important to prepare through the same media.

Time is of great essence in an aptitude test.  All aptitude tests are administered under a strict time frame.  Only 1-2% of all candidates are able to answer all of the test questions. Successful candidates plan their time well and set milestones. The good news is that you don’t have to complete all the questions in the test in order to get a high score. You should also bear in mind that in most cases easy questions score as the same as hard ones. As an intelligent candidate you should set milestones and if you find difficulty in one question go on to complete others.

Most numerical aptitude tests will allow you to use a calculator and you will be advised on this upfront. If you have stayed for long without using your calculator familiarize yourself with the various functions and operations well ahead of the test. There is no harm in brushing up on reading tables and graphs as well.

In cases where you expect to be subjected to verbal aptitude test, start reading a broader section of newspapers or any industry specific literature regarding the job you are applying for. This way you will grasp verbal aptitude test quicker, provide answers faster and therefore improve your score.

When preparing for personality aptitude test, be sure not to trigger a lie or good scale. Most personality tests are designed to indicate whether you are consistent to your answers and to what extent you tried to portray yourself in an overly positive manner. We all want ourselves to be seen in the best light possible. This is common to all of us when we want to get a job.  However make sure not to overdo it as it will cause inconsistency in your answers and thus may backfire at you.

Psychometric tests appear daunting sometimes. The key to succeeding and achieving a top score are practice and preparation which will also help build your confidence for your upcoming interview!

WHY I CHOOSE GRADUATE MONKEY FOR APTITUDE TEST PREPARATION?

Aptitude tests are increasingly preferred worldwide for short-listing candidates for consideration of interviews. These examinations are commonly used by employers and academic institutions for consideration of select jobs or courses, respectively. A key advantage of using these tests owes to the fact that they eliminate candidates who may not meet aptitude or ability requirements of the job and thus saves organisations invaluable time that would otherwise have been spent interviewing a larger number of candidates. Suppose 1000 candidates applied for a job posting, what is the appropriate way of cutting down this number to a manageable size? Short listing involves a trade off. Sometimes in eliminating some applicants, it is possible that the most qualified ones get knocked off and those who do not fit the required profile do make it to the interview.

Aptitude tests serve a dual function: downsizing the number of applicants while enhancing chances of short-listing those who closely fit the requirements of the job. It also provides a transparent way of the selection process, since labour laws worldwide prescribe punitive measures against any forms of discrimination. Job interviews do cost a lot of money to organizations, depending on specific arrangements that organisations have put. For example, some organisations do compensate interviewees for travel, hotel costs and meals. It is highly desirable that the people who make it to the interview are good value for money.

Understandably, this exam is the game changer for the vast majority of applicants. It is referred to using such analogies as the guillotine, the hangman, the sieve, hurdle and chopping board. It is important that applicants for jobs prepare sufficiently for aptitude tests. Luckily, innovative tools are available to support candidates, and these can easily be accessed on the internet. One such tool is the Graduate Monkey, hosted on the www.graduatemonkey.com website.  This interactive site offers several aptitude tests preparation packages at only a fraction of an average graduate salary for a 4 month period. I highlight some of the practice tests offered here and thereafter, reasons why I would choose it for my preparation.

Some of the tests include:

  1. SHL numerical reasoning: this test enhances one’s chance of passing mathematical tests. It consists of a set of 18 questions, to be done within 25 minutes. It exposes users to diverse data contexts thereby readying them for any questions that could prove tough in the real test.

Abstract (Logical) Reasoning (SHL and Kenexa style): Also called Logical reasoning tests, these are part of non-verbal tests because they rely on “visual presentations of problems and their solutions”. Candidates study a series of patterns, identify the change of these patterns, and consequently predict the next pattern in the sequence.  These tests are also called diagrammatic tests and their main aim is to assess a candidate’s ability of diagrammatic reasoning. Test content could also be in the form of signs or symbols, called operators. These operators dictate how the next sequence ought to change. A key advantage of these tests is that they do not require any prior knowledge or language skills.

These tests can be purchased as single packages or under one consolidated pack. The consolidated pack comes at only £59 and it offers a significant saving to graduates. These arrangements therefore offer candidates flexibility in payment and materials access.

Various aptitude test preparation packages are used in preparing candidates. These include an aptitude test guide, aptitude test tutorials, consisting of aptitude test tutorial videos. They help candidates consolidate knowledge, improve speed and build up their confidence confidence. The films feature animations to provide visual insights on how some things work.  In addition to these are aptitude test e-books.  These contain explicit notes on how to solve various problems, and key shortcuts that would help save time.  Furthermore, practice aptitude tests and practice reasoning tests are offered to enhance exposure, help candidates in self-timing and boosting confidence that is requisite in scoring high on the real test.

Past users of these tests strongly recommend this site, with over 2,000 likes on the Facebook page alone and nearly 100,000 views on a recently launched YouTube channel. These platforms would enhance the site’s visibility to other potential users and hopefully add the numbers of users. A key advantage of this site is that the tests can be done anywhere, any time and the subscription rates are very affordable. Unlike other aptitude tests that offer only one aspect of tests for example numerical only, this site does offer an all round exposure and therefore one needs not go from site to site trying to gain various exposures.

Jobs are really hard to come by. The available ones are very competitive and therefore there is a need to prepare sufficiently for the “guillotine”. The technological advancements and rising costs of doing business favour efficient, accountable recruitment processes. Failing to plan is planning to fail, so the mantra goes.

Make your preparation effective with aptitude test tutorials or Aptutorials!ude

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So, you have been invited to this job interview whereby you have been informed that you will be subjected through an SHL reasoning test. Don’t panic, for so long as you have qualified, we can help you get through the test successfully through our competitive aptutorial package.  SHL aptitude test is just a type of aptitude test whereby an individual is tested to find out whether he has the capability to solve statistical problems and he has got good verbal skills.  This kind of test is given by employers so as to ensure that they get the best candidate fit for a managerial position.

Most individuals are only aware of aptitude online tests where they go to test themselves if they have got the required skills. However, the problem comes in where an individual after taking the test, finds out that he is lacking the skills that will be required during a proposed job interview. It is useless to confirm a problem without prescribing a cure. Some people also have a myth that it’s either one has a given skill or he doesn’t as one cannot develop a skill that he was not born with. The issue here is that most people are usually born with the capability of having a lot of skills. It’s just that some of them are usually either not aware that they have the skills or they rarely use them and so they have grown dormant with time. This is where an aptitude test tutorial comes in handy to polish and help rejuvenate the skills in an individual.

It is basically a session where you are guided by experts on how to develop skills which will come in handy and enable you to pass any type of aptitude test including the complex ones such as the Saville reasoning test and the Kenexa reasoning test. These tests require an individual who can be able to see things in three dimensions as well as be able to imagine how the end result will be even before a task has been done. The tutorials help to open up an individual’s mind and enable him to reason whole-roundly and openly. They also enable him to interlink knowledge from various fields which is so important for decision-making and problem-solving. Each session is unique and especially suited for each individual depending on his personality so as to be able to bring out the best out of the person.

We impart our candidates with various skills including decision making and innovative skills, which are vital and help someone develop the SHL abstract reasoning. This skill is pertinent as it enables one to reason systematically and interlink various situations. This enables one to pass the spatial aptitude test which is usually offered by some employers who require someone who can take up the position of a supervisor. We also ensure that they do acquire more skills than the ones which they will be tested for during the aptitude test. Most employers concentrate on specific types of tests, such as the numerical tests and technical aptitude test.

We usually work to ensure that through our sessions, an individual gains the skills that will not only pull him through the employment test, but will also enable him to handle day-to-day activities. Some of the tests that we subject our candidates to and make them capable of passing them are such as the psychometric tests. This kind of test is usually used to test for a number of skills and capabilities in an individual. This includes verbal skills, numerical skills, decision making skills as well as abilities to deal with hard circumstances or make tough choices. This test comes handy as it eliminates the need to be passed through many aptitude test as in itself it covers many others.

On completion of the session, our candidates are passed through various online aptitude tests for employment which will assess them and ensure that they are in good position to take any aptitude tests for employment. It is important to note that some types of tests require someone with specific background skills. This is such as the operational or mechanical reasoning test which may require someone to have the ability to operate a given type of machine, software or computer program. Attending a tutorial session while having the background skills will enable us provide you with reasoning skills which you can combine with the skills that you already have and be in an advantaged position to pass the test.

It can really be so disheartening to qualify for a job interview and fail to get the job just because one didn’t pass the aptitude test. It’s for this reason that we advise you to take a tutorial session such as the one that we offer at graduatemonkey.com so as to prepare yourself for the interview fully and enable you secure the job. Visit www.graduatemonkey.com

Is Aptitude really a myth?

The fact that one can prepare and improve their score on almost all types of aptitude tests raises an important question. Does what they call aptitude tests really measure your aptitude level? Let’s review the definition of what aptitude is.

An aptitude test is, generally, any test designed to measure one’s potential for achievement. The word aptitude is sometimes misused to mean ‘ability’ or ‘achievement’; however, there is a subtle difference between the three words aptitude, ability and achievement, which can be distinguished as follows:
aptitude – how quickly or easily you will be able to learn in the future;
ability – what you are able to demonstrate in the present;
• achievement – what you have accomplished in the past.
There are nine different types of aptitude, which may be summarized
as follows:
• General learning: learning and understanding, reasoning and making judgements. Example: how well we achieve at school.
Verbal aptitude: general lexical skills – understanding words and using them effectively.
Numerical aptitude: general mathematical skills – working with numbers quickly and accurately.
• Spatial aptitude: understanding geometric forms, and the understanding and identification of patterns and their meaning. Example: understanding how to construct a flatpack piece of furniture from a set of instructions.
• Form perception: inspecting and perceiving details in objects, and making visual comparisons between shapes. Examples:
studying an object under a microscope, and quality inspection of goods.
• Clerical perception: reading, analysing and obtaining details from written data or tabulated material. Examples: proofreading,
analysing reports and understanding graphs.
• Motor coordination: eye and hand coordination, and making quick and accurate rapid movement responses. Examples: actually being able to assemble the flat-pack piece of furniture once you have understood how it should be done, being able
to operate a computer keyboard quickly and accurately, and sporting skills.
• Finger dexterity: manipulating small objects quickly and accurately. Examples: playing a musical instrument, and sewing.
• Manual dexterity: the skill of being able to work with your hands. Examples: painting and decorating, building things
and operating machinery.

In the case of most aptitude tests there is usually a set time limit, which must be strictly adhered to in order for the test to be valid,
and there is usually an average score that has been standardized in comparison with the scores of a group of people who have
taken the same test.

In sum, either aptitude itself a fluid concept and it can be influenced through learning and practice OR no one really has a pure aptitude but what we have is hybrid form of constantly evolving ability combined with only minimal innate abilities.

Regardless of which one of the above is really true, you can always improve your test by using one or more of our aptutorials (aptitude test tutorials).

http://www.graduatemonkey.com

Why Do Recruiters Use Abstract (Logical, Inductive, Diagrammatic) Reasoning Tests?

Abstract reasoning Spearman diagramThe aptitudes and abilities assessed by verbal and numerical reasoning tests can readily be applied to real world jobs and positions, as many professional and even some non-professional tasks demand some skill with numbers and text. However, abstract reasoning tests, also known as logical or inductive reasoning assessment, appear to be made up of questions which  have little to do with applications in the real world. Yet these types of question come up in most graduate and management aptitude tests. So what is the use of these AR tests?

Abstract reasoning tests date back to the research done by the psychologist Charles Spearman in the 1920’s. Spearman used a statistical technique called factor analysis to examine relationships between people’s scores on different types of intelligence (IQ) tests.

He concluded that people who do well on some intelligence tests also do well on others (e.g. vocabulary, mathematics, spatial abilities, etc). Similarly, if people did poorly on one intelligence test, they also tended to do poorly on other intellectual tests. This led him to believe that there are one or more factors that are common to all intellectual tasks. As a result of this research, Spearman developed a two-factor theory of intelligence.

As the diagram above illustrates, Spearman said that intelligence mainly consists of “g” with bright people having a lot, and dull people having less. Spearman defined “g” as:

“the innate ability to perceive relationships and educe co-relationships”

If we replace the word “educe” with “determine” then you can understand why abstract reasoning questions are viewed to be a good measure of general intelligence, as they test your ability to perceive relationships and then to work out any co-relationships without you requiring any knowledge of language or mathematics.

Abstract reasoning tests use diagrams, symbols or shapes instead of words or numbers. They involve identifying the underlying logic of a pattern and then determining the solution. Because they are visual questions and are independent of language and mathematical abilities, they have come to be considered as an accurate indicator of one’s general intellectual ability as well as being “fairer” than many other aptitude test methods.

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